Staffing

How Company Culture Affects Employee Retention

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Tiffany Moore
VP, Client Partnerships
June 15, 2022
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Company culture is a vital part of any organization. Employers may recognize this, but they might not know just how much it can impact an employee’s experience. Recent research should help employers realize how improving company culture can reduce turnover, and in turn, increase profits. And That’s Good HR can help you with both hiring and employee retention as your positive company culture grows. 

The numbers on company culture

Founded in 1810, The Hartford is one of the oldest providers for insurance and benefits in the country. Their recent survey, called the “Future of Benefits Study,” found a major disconnect between employer and employee company culture and other workplace opinions. At 59%, a majority of U.S. workers said it would be easy to find a new job, and a third have either moved to a new company over the past year or plan to within the next 12 months. 

The top reason to leave a job according to those surveyed was, unsurprisingly, higher wages at 47%. However, the next highest reason was a better workplace culture at 33%. But on the other hand, only 14% of employers have recognized that company culture was a factor in an employee’s decision to leave their organization. 

Employer and employee disconnect

Another disconnect came in benefit packages, with 71% of employers saying “the benefits package they offer to their employees to be better than many of the packages offered by their competitors,” and only 55% of their workers agreeing. Additionally, 69% of employers believe that their employees feel job satisfaction, but less than the majority of workers agree at just 48%. And when it comes to work stress, 28% of employees described their company culture as stressful as compared to 11% of their employers. 

Finding the right culture fit

If there is such a big disconnect between what employers and employees think of company culture, how can we fix it? That’s Good HR recommends taking a look at your hiring and onboarding processes. As you work through interviewing and hiring candidates, look specifically for individuals who fit in well with your culture and their future coworkers. As Forbes suggests, that could also mean reevaluating and better aligning your existing culture with “the vision and goals of the company.”

When you conduct an interview for a new candidate at your organization, they aren’t just selling themselves to you, you’re selling the company to them too. Make sure to be knowledgeable on your company’s vision and culture in order to show candidates what type of team they would be joining. Do your research on each interviewee, and conduct your meeting to highlight what they are most likely to find appealing about your office. 

When problems arise

At That’s Good HR, our artful employee placements don’t just stop once a candidate has been hired. Whether your position is in human resources, administration, customer service, healthcare or accounting, we are expert problem-solvers when things go awry. And the beauty of our temporary and temp-to-hire placements is that both our employers and our candidates can test it out to make sure both the position and the company culture are the best fit for everyone involved. 

Are you ready to increase employee retention by improving company culture? Let That’s Good HR help! Contact us today at 317-469-4141 to learn more about what it’s like to partner with our staffing specialists for your next hiring process. 

HR Insights

Today’s Biggest Hiring Challenges: Q&A with Mary Springer

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Mary Springer
Partner
May 3, 2022
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With more than 20 years of experience matching qualified candidates with open positions around the Indianapolis area, That’s Good HR Founder and Partner Mary Springer has seen opportunities rise and fall with the economy and job market. It’s a job seeker’s market, and Mary sat down to chat about how employers can stand out and find qualified candidates amongst today’s biggest hiring challenges.

What are the biggest hiring challenges employers face right now?

Mary: The record low unemployment rate is the biggest challenge. Employers have fewer candidates for open positions, and many candidates receive more than one offer. After two years of non-traditional work schedules due to the pandemic, we have discovered that candidates want flexibility – they want remote options and autonomy over when they come into the office.

What happens if an employer cannot offer a remote option?

Mary: I’m honest with employers. If you are trying to fill an in-office position, you will have a limited number of candidates. I encourage employers to consider offering a flexible schedule if possible. I also suggest offering direct-hire positions, rather than temp-to-hire. Temp-to-hire has worked well in the past, but today’s candidates want the security of a direct-hire position.

What other factors influence a company’s ability to hire the best candidates?

Mary: The salary and benefits package are important. Candidates have more opportunities in today’s market, and inflation has cut into salaries’ overall value. We also encourage employers to respond quickly after an interview. Last week we sent a candidate to several interviews, and he had three offers soon afterward. If you’re moving too slowly, you’re going to lose good candidates.

What do you want to tell employers who are trying to find the best candidates?

Mary: Be flexible, pay a competitive salary and have a good onboarding program. You need to engage your employees to keep them. If you are going to ask them to come to the office, make it fun.

Are you struggling to fill open positions in your workplace? That’s Good HR is your staffing partner. We do the background work for you, reviewing resumes and matching your company with candidates who have the skills you require. Let us help you make your next workplace match by contacting us today at 317-469-4141.

Tips

Tips for Eliminating Hiring Barriers

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Tiffany Moore
VP, Client Partnerships
December 13, 2021
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Many companies are in a crunch to hire employees in light of the COVID-19 pandemic and ensuing “Great Resignation.” But are you inadvertently passing over groups of willing job candidates because of barriers in your hiring process? That’s Good HR is here to help you with eliminating hiring barriers to find the best temporary, temp-to-hire or direct hire employees for your Indianapolis business. 

Minding the gap — the resume gap, that is

Say a candidate comes in for an interview, and their personality and skills are just the right fit, but they have a space of several months or years without employment on their resume. Would you pass them over based on that gap alone? 

The hiring process should not discard resumes with resume gaps. There are a number of acceptable and professional reasons someone may have a gap on their resume. Because of the issues facing us currently, it will be more common for candidates to have resume gaps. Removing any emphasis your hiring process places on consistent expertise versus cumulative will broaden your pool of potential candidates.

Eliminating barriers with an inclusive job posting

The beginning is a great place to start. Writing a job posting that resonates with the correct audience will lead to more applicants. For example, an entry-level position should not require multiple years of experience. Postings full of industry jargon may not be accessible for qualified candidates breaking into a new career field. Consider the traits and attributes that are most important to the position and focus on those, rather than the hard skills that may be easily teachable. 

You may also be unknowingly associating your job posting with a specific gender or other biases. Obviously, your posting should not use gendered phrases such as “He will perform specific tasks,” and you should also try to avoid gender-biased language such as the more masculine “competitive,” feminine-coded “interpersonal,” as well as phrases like “able-bodied” or “youthful” candidate. 

Working with our team on eliminating hiring barriers

These are just a couple of examples of barriers in the hiring process that lead to fewer applicants and hires. Reach out to discuss your current processes more in-depth. We can also manage the hiring process to find you the best candidate for your business. We are connecting with candidates in new and innovative ways every day.

If you are ready for us to take the burden of staffing off of your shoulders, contact us today online or at 317-469-4141!

HR Insights

5 Reasons to Choose That’s Good HR over Employment Websites

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Madison Schacht
Manager of Talent Acquisition
May 13, 2021
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Employment Websites: Yay or Nay?

When you’re looking for a new job (or seeking a new employee), many people’s first stop is an employment website like Indeed or Monster. And while this isn’t necessarily a bad approach, the personalized customer service that you’ll find at That’s Good HR will offer more solid job placements in the Indianapolis area that are mutually satisfying for job seekers and employers alike. Learn why working with That’s Good HR is refreshing, personal and trustworthy.

  1. You deserve more personal relationships. 

That’s Good HR was founded in 2000 out of a desire to do staffing better. We believe that our clients and our candidates deserve a more personal approach with our expert staffing specialists, as well as ethical methods for hiring and a real knowledge of the Indianapolis job market. For more than 20 years, our customer service has routinely blown expectations out of the water. 

And with a personal relationship comes true honesty. We know that staffing firms are not always known for integrity, but that’s all you’ll find at That’s Good HR with our refreshingly honest, refreshingly trustworthy team. If we don’t currently have a job that’s just the right fit your skill set, we’ll let you know. If a candidate isn’t the ideal fit for your company, we’ll tell you that, too. 

  1. Our services are free for job seekers. 

We partner with local Indianapolis companies that are seeking the cream of the crop in their employees. Since we work directly with employers to list their available positions, there is no fee or cost for candidates who are seeking new job opportunities. We also offer a wide range of free resources for job seekers, including interview etiquette reminders, resume templates and more. 

  1. We have something for nearly everyone. 

We offer placements with skill levels ranging from entry-level to management, and in a variety of fields including HR, administrative, customer service, healthcare and accounting. We always have an array of open positions listed on our website, so at any time, you could find your perfect job right here through That’s Good HR!

Our team offers not just direct-hire positions, but also temp and temp-to-hire options. Temp assignments can be great for people looking to earn a little extra cash or learn more about a new career field. Temp-to-hire positions are short-term assignments with the intent of being hired at the end date, which gives both you and your employer a natural time to assess whether the position is the best fit. 

  1. We’ll stick around even after you’re hired.

We know that it can be nerve-wracking to start a new job. So as the people you’ve formed a relationship with, our staffing specialists will stay in touch regularly to make sure that your new placement is going well. If a problem arises, we’ll help out with swift solutions that work for both you and your new employer. 

  1. We offer extra benefits and onboarding too! 

When we help match you with the right employer, we know you’re looking for more than just a new job. At That’s Good HR, we throw in all kinds of sweet perks like health insurance, holiday pay, referral bonuses, and even vacation pay. Even temp and temp-to-hire assignments can benefit from these surprisingly good packages, as well as a thorough onboarding to your new position. 

If you are ready to take the next step in seeking employment through That’s Good HR, contact us today 317-469-4141 or reach out online. We can’t wait to find the best fit for your unique skills and talents!

Staffing

Don’t Get Spooked…The Why Behind Ghosting

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Mary Springer
Partner
October 10, 2019
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It is said that time heals all wounds but ghosting still hurts no matter how long it has been.  Ghosting is not a new phenomenon, it has been around for decades and still leaves a sting. Why does ghosting hurt so much? Psychology Today points out that being rejected stimulates the same receptors as physical pain. Being “stood up” or ghosted makes a person question not only the other person, but also themselves.

So…why do people ghost and simply not show up without an explanation? It is a technique to avoid confrontation or seemly uncomfortable situations.  In addition, when people ghost they are thinking more about themselves and their situation than the other person.  This often happens when a person is job searching, especially in a tight job market with a qualified candidate.

Electronic forms of communication such as email, texting and even social media, has made ghosting even easier.  It is possible that a candidate’s interaction with a company has only been through email, which makes it easier for the person to ghost. One of the ways that TGHR can help is through our time-tested candidate screening process.  We meet in person with all the candidates that we present to you, which helps create that personal connection.

Do things still come up? Of course, but you do not need to be spooked – it is our problem, not yours.  We shoulder the responsibility so you can save your scares for Halloween. We will not ghost you – 20 years of staffing Indianapolis proves it!

Job Advice

Can You Ever Recover from a “NCNS” Situation?

Amber Crosby
October 6, 2019
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Our #1 priority at That’s Good HR is finding great candidates for great clients.  It’s what we do every day and we do it because we know we can help people.  That assistance includes helping people avoid one of the biggest mistakes that can be made.  That mistake is getting labeled as a “NCNS”.

The term “no call, no show” (NCNS) is attributed to a person that doesn’t show up to an assigned place or time.  This could be for a day of work or for an interview.  It is deemed as highly unprofessional and often can have repercussions beyond just that one day. This situation should be avoided at all costs but ghosting becomes more prevalent in a tight job market. If you find yourself in a seemingly impossible situation that will result in a no show, you need to make every attempt to communicate to your manager or hiring manager and recruiter.  In this situation, over-communication is best – call, email AND text (yes, all three).  Your job – either keeping one or getting one – is your priority and TGHR can help you manage that priority.

Is it possible to recover from a no call, no show situation?  Yes, but it is extremely difficult.  First, you need to have a valid reason for your manager or the hiring manager.  This needs to be true and monumental, like an unfortunate death in the family.  But stick with the truth, fabricating an excuse will make the situation worse down the line.

Next, you’ll want to apologize to any coworkers if you are currently working.  Your absence likely impacted them, and an apology would begin to repair broken trust. If you are currently working, you need to know the applicable policies that are in place.  Is there a no tolerance policy? What are your company’s repercussions?  Knowing the policy will help you understand the consequences you will inevitably be faced with.

Finally, don’t forget to communicate with your recruiter.  They need to be made aware of the situation as soon as possible.  The same courtesies need to be extended and a valid reason needs to be shared.  TGHR recruiters are experts in staffing and experts in knowing when something does not add up, so be forthcoming as an attempt to salvage the relationship.

Bottom line – it’s best to avoid this situation altogether.  If there are extenuating circumstances, relationships with your manager, hiring manager, co-workers or recruiters may be able to be salvaged, but do you really want to take that risk?

Staffing

How to Get a Job Quickly After Graduation

Amber Crosby
May 9, 2019
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Seven out of 10 college seniors will graduate with approximately $30,000 in student loans according to recent data from the Institute for College Access & Success. Even with this debt, college graduates and their families think college is a worthwhile investment – 90 percent of families think that according to lender Sallie May.

At That’s Good HR, we agree education is a solid investment, but Americans are now burdened more by college loans then credit card or auto debt.  In addition, 1 in 3 graduates said their school loans prevented or delayed them from buying a home. Some innovative employers are even letting their employees trade vacation days in exchange for payment on their student loans since this type of debt impacts so many employees.

Graduates may be saddled with debt, but their job prospects are plentiful – which is good news.  This year, employers plan to hire nearly 11 percent more graduates from the class of 2019 than they did from the class of 2018. But with student loans and a fast-moving job market, it’s more important than ever to get into a job quickly.

Often, upon graduation students are still thinking about what type of office environment would be the right fit for them.  A temporary assignment in a chosen degree field allows prospective employees to assimilate into the workforce quickly and learn what type of office setting works best.  Temporary assignments can last from a few days to months, allowing recent grads to rack up experience while finding their way.  Entry-level customer service positions, human resources positions, accounting positions or admin roles are perfect for new graduates. A third of the time, we see temporary assignments turn into full-time positions. If the assignment ends, there is no need to worry, we can place hard-working candidates in another role quickly and seamlessly.

We would love to hear about your college experience and get you to work quickly to repay those loans! Reach out and we will let you know your options to get your career started. See all our open positions on our job board and apply today!

Job Advice

Four Simple Steps to Prepare for a Second Interview

Staci Upmeyer
April 11, 2019
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You have gone to a job interview and left with the sense that the interview went well.  Then your recruiter calls and says the company would like to talk to you again. Your first thought may be “why?”, but this is often a necessary step in today’s tight job market.  How do you prepare?  Here’s four simple steps to ensure you rock the second interview, just like you did the first time.

  1. Dress the same. Whatever professional outfit you wore for the first interview, match that level of professionalism in your follow-up interview. Don’t assume that you should be more casual when meeting with the company for the second time.
  2. Prepare questions. It is possible that you will be meeting with different people than you did the first time you interviewed at the client company – your recruiter can let you know. If this is the case, you can use some of the questions that were asked in the first interview.  However, make sure you have at least three new questions to ask of your interviewer.
  3. Be prepared. Whenever you are headed to an interview, you should be prepared. Your recruiter at That’s Good HR will help you with this step. For a second interview, review your answers from the first round interview, because it is possible that you might be asked the very same question. Check out these answers to the 31 most common interview questions.
  4. Write a thank you note. It’s always a good idea to follow-up with a thank you note. Write one to each person you interviewed with.  If you do not know what to say, not a problem – we’ve got you covered.  An example can be found on our online resources page.

If a company is interested in talking to you for a second time, take it as a compliment.  It means they liked you and want to get to know you more before moving forward.  Once your second interview is complete, let your recruiter know and hopefully they will have good news for you shortly. Best of luck the second time around!

Tips

How to Make Sure Your Social Media is Job Search Ready

Susie McKenna
March 7, 2019
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Social media can be an asset in your job search.  It can help you network with potential co-workers and research employers.  But job seekers are not the only people spending time on social. According to a 2018 CareerBuilder survey, 70 percent of employers use social media to research potential employees.  In addition, 57 percent of employers found content that caused them not to hire a candidate.  How do your social profiles look?

If you are job hunting, your first stop is to make sure your LinkedIn profile is up-to-date.  List all your positions and a few key responsibilities or successes you had while in those roles.   According to LinkedIn, profiles with photos get 21x more views.  If you chose to include a photo, your photo should be a headshot with eye contact and a smile.  Avoid having items like sunglasses or other people in your pic.

Next up on LinkedIn, go to the upper right-hand corner and select Edit URL. Personalize your URL to be your name, removing the additional characters that is assigned to you. For example, a LinkedIn URL of www.linkedin.com/in/john-smith will make it easier for employers to find you.  While you are at it, make sure your settings reflect that you are open to opportunities and recruiters contacting you.  To do this, go to Account – Settings & Privacy and scroll down to “Job Seeking Preferences”.

For social media sites like Facebook and Twitter, in general it is a good idea to think before you post.  For Facebook, since chances are you might have had your account for a while, check your settings of who can see what posts from both the past and present.  Facebook has a handy guide with simple steps to follow to limit past posts.  You can also turn off search engine indexing in your privacy settings, which helps prevent old posts from resurfacing.

For Twitter and Instagram, if you think some content may not appeal to all employers, you can make your account private.  By doing this, you will have to approve all new followers on your accounts. Your current followers would not be impacted by that switch on either platform.

On any platform, if you think there are any potential red flags, you could clean your social media by deleting the post from any or all platforms.  Types of posts to be aware of include:

  • Negative posts about co-workers or employers
  • Photos showing you partying it up from the weekend
  • Posts with significantly bad grammar
  • See what Business News Daily says to avoid on your profile here.

Overall, your social media profiles are your online reputation and it is your choice how to handle them. And depending on what type of position you are interested in, being active on social media might help you land the job.  But with three-fourths of employers checking online profiles, you want to put your best foot forward – in person and online!

About TGHR

That’s Good HR Named to Best of Staffing

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Mary Springer
Partner
February 11, 2019
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We are thrilled to announce that That’s Good HR has earned ClearlyRated’s Best of Staffing® Client Award for providing superior service to our clients. That’s Good HR received scores of 9 or 10 out of 10 from 95.8 percent of clients, which was our highest NPS score to date.  This satisfaction percentage is also significantly higher than the industry’s average of 35 percent. Less than 2 percent of all staffing agencies in the U.S. and Canada have earned the Best of Staffing Award for service excellence. On average, clients of winning agencies are 2.2 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies. We can’t thank our clients enough.

One of the best things about participating in the annual survey, is we receive direct feedback from our clients.  This feedback validates the work that we do daily for our clients and candidates.  Here’s a sample of our feedback:

  • TGHR does a great job at providing quality candidates and our company has been able to retain the majority of those candidates!
  • That’s Good HR, Inc. has been a solid provider of candidates when we’ve needed additional support. They have a lovely team that is communicative and helpful, and they are very knowledgeable about their industry and location.
  • They really care about their clients and their candidates and it shows. I love working with That’s Good HR!
  • Always a good experience working with TGHR to fill either short or long-term staffing needs.
  • The staff is very responsive, helpful, friendly and enjoyable to work with.
  • Read more testimonials here.

The survey was conducted in December 2018 and was sent to all hiring managers and companies we had worked with in a three-month period.  The results are tabulated and were released in February 2019. The awards are presented by ClearlyRated in partnership with CareerBuilder. ClearlyRated (formerly known as Inavero) is an independent, international company that administers more staffing agency client and talent satisfaction surveys than any other firm in the world, reporting on more than 1.2 million satisfaction surveys from staffing agency clients and job seekers each year.

So, thanks. Thanks to our clients who let us help them find the best talent for their open positions.  We are grateful for your support and your feedback.  We share this honor with you!

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